英国毕业论文代写靠谱：人力资源部门
英国毕业论文代写靠谱：人力资源部门
Hammonds（2005）在解释与人力资源专业人士有关的问题时，指出了缺乏这些问题的一个重要因素 - “大多数人力资源经理对业务并不特别感兴趣或没有能力”。事实上，人力资源工作就是关注商业头脑。这种方法最终会导致组织的盈利能力。每个大型或小型组织都要求其运作而不会陷入损失或混乱。人力资源部门的人员不仅应该精通执行行政程序，而且应该具备像经营企业那样运作的能力。它应该负责确定组织的战略计划（Righeimer）。这有助于营销公司并在外部世界建立自己的形象，如果人力资源部门没有足够的商业方法和想法，这是不可能的。如果战略方法与人力资源部门保持一致，则可以实现业务目标，因为可以相应地使用组织员工的技能和能力。 （Huselid，1997）。
发展这些关系是不可或缺的，因为没有一家公司可以独立运营。这些关系如何妥善管理并保持密切协调需要由人力资源集中控制。更重要的是，公司形象对客户和外部感知有重大贡献。如果人力资源部门努力实现改善公司形象的目标，那么外部和客户交易将始终保持良好的基础。就内部关系发展而言，它依赖于在工作场所内创造健康的工作环境，如前面部分所述。关系发展不仅需要建立新的链接，还意味着加强已经存在的所有内部，外部和客户联系的行为。这可以通过建立信任和交付来实现。人力资源工作人员应充分了解这三种关系的个人需求。准确评估这些需求可以帮助组织更好地运作。例如，了解客户想要的东西可以帮助企业实现集中目标，从而节省无意义的努力和时间浪费。
人类发展应旨在促进实现业务目标的可行方法。这里应遵循“最佳实践”和“最佳实践”的原则。要做的就是利用组织的人力资本。虽然这可以由人力资源官员完成，但高级人力资源主管可以为财务决策做出重要贡献。独立思考和讨论的气氛应该在组织的更高层次中占上风，以便它可以导致更好的战略。应该高度重视和考虑人力资源官员的意见。如前所述，这有助于形成相互尊重的感觉并促进各部门之间的更大整合。
英国毕业论文代写靠谱：人力资源部门
Hammonds (2005) while explaining the issues pertaining to HR professionals, points towards an important element that lacks in them –“Most human-resources managers aren’t particularly interested in, or equipped for, doing business”. The fact, is that HR job is all about being business-minded. It’s this approach that eventually leads to the profitability of an organization. Every large or small scale organization requires that it function without falling into loss or disarray. The individuals running the HR department should not only be well-versed in carrying out administrative procedures but should have the ability to function like those running a business. It should be responsible for determining the strategic plan of an organization (Righeimer).This helps market a corporation and build its image in the outside world which is not possible if the HR does not have sufficient business approach and ideas. Business goals can be achieved if the strategic approach is line with HR as the skills and abilities of the organization’s employees can be used accordingly. (Huselid,1997).
It is indispensable to develop these relationships as there is no company that can operate on a stand-alone basis. How well these relationships are managed and kept in close co-ordination needs to be centrally controlled by HR. More importantly, the image of the company has a significant contribution to customer and external perception. If the HR works towards the goal of improving the company image, it is assured that external and customer dealings will begin on a good footing. As far as internal relationship development is concerned, it is dependent on creating a healthy working environment within the workplace as discussed in previous sections. Relationship development not only requires building new links but it also signifies the act of strengthening all internal, external and customer contacts that already exist. This can be achieved by building trust and delivering. The HR staff should be well aware of the individual demands of these three relationships. An accurate assessment of these demands can help organizations to function better. For instance, knowing what the customer wants can help corporations work towards a focused goal, thus saving from pointless effort and time wastage.
Human development should aim to promote practices that are viable for achieving business objectives. The principles of ‘best practice’ and ‘best fit’ are to be followed here. The way to go about is utilize an organization’s human capital. While, this can be done by HR officials, senior HR executives can make crucial contributions to financial decision-making. Independent thinking and an atmosphere of discussion should prevail in the higher levels of an organization in particular so that it can lead to better strategies. The input of HR officials should be given the highest regard and taken into consideration. This helps develop a mutual feeling of respect and promotes greater integration among departments as discussed earlier.
